Many people believe pay transparency is an important tool to close the wage gap. If information is power, employees and applicants in several states will now have that tool. As we mentioned in an earlier blog, RI has a whopper of a law taking effect January 1, 2023. We can help you Ocean State with an audit formulated specifically to comply with your new wide-reaching law.
Now California has a new pay transparency law that could be the most ambitious and a sweeping change for over 200,000 companies. As of January 1, 2023, the Golden State will require companies with more than 15 employees to list salary ranges for jobs and make that information available to existing employees. Unlike other state transparency laws, CA does not require applicants or employees to request the information. The burden has shifted to the employer to provide that information now.
Colorado, Connecticut, Maryland, Nevada, Rhode Island and Washington have enacted some form of pay transparency laws. New York City has a law taking effect Nov. 1, and NY state has a bill awaiting the Governor’s signature. This train has left the station.
What should you do now? If you are in RI, you still have a couple of months to get ready. If you are in a state with no requirements, you can do nothing. Or you can get in front of it. A very good move is to review your existing salaries and adjust as needed before they become public. We offer a popular wage equity solution at a fixed fee. In many states, the audit provides an affirmative defense against equity wage claims too. Contact us.